Chockalingam Viswesvaran

Comprehensive Meta-Analysis of Integrity Test Validities: Findings and Implications for Personnel Selection and Theories of Job Performance

The authors conducted a comprehensive meta-analysis based on 665 validity coefficients across 576,460 data points to investigate whether integrity test validities are generalizable and to estimate differences in validity due to potential moderating influences. Results indicate that integrity test validities are substantial for predicting job performance and counterproductive behaviors on the job, such as theft, disciplinary problems, and absenteeism. The estimated mean operational predictive validity of integrity tests for predicting supervisory ratings of job performance is.41. Results from predictive validity studies conducted on applicants and using external criterion measures (i.e., excluding self-reports) indicate that integrity tests predict the broad criterion of organizationally disruptive behaviors better than they predict employee theft alone

Comparative Analysis of the Reliability of Job Performance Ratings

This study used meta-analytic methods to compare the interrater and intrarater reliabilities of ratings of 10 dimensions of job performance used in the literature; ratings of overall job performance were also examined. There was mixed support for the notion that some dimensions are rated more reliably than others. Supervisory ratings appear to have higher interrater reliability than peer ratings. Consistent with H. R. Rothstein (1990), mean interrater reliability of supervisory ratings of overall job performance was found to be .52. In all cases, interrater reliability is lower than intrarater reliability, indicating that the inappropriate use of intrarater reliability estimates to correct for biases from measurement error leads to biased research results. These findings have important implications for both research and practice.

Meta-Analyses of Fakability Estimates: Implications for Personality Measurement

The authors examined whether individuals can fake their responses to a personality inventory if instructed to do so. Between-subjects and within-subject designs were metaanalyzed separately. Across 51 studies, fakability did not vary by personality dimension; all the Big Five factors were equally fakable. Faking produced the largest distortions in social desirability scales. Instructions to fake good produced lower effect sizes compared with instructions to fake bad. Comparing meta-analytic results from within-subjects and between-subjects designs, we conclude, based on statistical and methodological considerations, that within-subjects designs produce more accurate estimates. Between-subjects designs may distort estimates due to Subject × Treatment interactions and low statistical power.

Is cross-cultural training of expatriate managers effective: A meta analysis☆

Abstract Conflicting views exist among corporate leaders and academicians on the effectiveness of cross-cultural training. The studies examining this effect have produced conflicting results, and reviews of such studies have failed to quantify the true effect of cross-cultural training. This study uses the Hunter-Schmidt meta-analytical framework to examine the effects of cross-cultural training on the effectiveness of expatriate managers on five criteria (self-development, perception, relationship, adjustment, and performance). This study provides the support academicians need to show corporate leaders the usefulness and necessity of such training by deciphering the true effects of these programs. This study also shows how utility analysis can be used to assess the dollar value of these programs to organizations. Potential problems in current cross-cultural training research are also discussed.

Decision-making effects on compensation surveys: Implications for market wages.

Compensation specialists made two survey-sample decisions in a simulated wage survey. Policy capturing analyses indicated that most specialists relied extensively on two of the available cues and consistently applied that policy across judgments. They were not able to accurately estimate their own decision-making policies, as demonstrated by the fact that rationally generated assessments of cue importance were significantly different from their actual policies. Finally, meta-analyses demonstrated that the variation in policies across decision makers could not be attributed to statistical artifacts or any moderators (e.g., salary-survey experience or industry) associated with the demographic data

Integrating Responses across Surveys Using Item Response Theory

This short note proposes and demonstrates the application of an Item Response Theory model to integrate responses across surveys. A preliminary illustration of the model is provided using three union attitude surveys with a total sample of 3,148. Advantages of applying Item Response Theory to survey data are discussed and directions for further use of the model are indicated.